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Martha Stewart and Human Motivation Trainings

The long and arduous hours we all spend at the office can be really tiresome at times and often most lead to a lot of things. Among this, stress brought about by negative image, bad publicity, which in turn leads to irritability and even a low productivity rate among workers. Things could really get out of hand and may even cause for aggression in some people who does not have any outlet for stress. Along the way, we tend to forget to even accommodate ourselves with the things that most people forget to do nowadays, and that is being happy.

In the aftermath the Martha Stewart stock trade controversy, her employees could tend to be of two things. One is who still continues to work while wishing that Martha would be out soon or someone who was gravely affected and unmotivated to work. The latter person can be categorized not to be lazy obviously but a person who does not want a negative image bring the company down or somewhat forced to work because if he does otherwise, no one will take the job. The former person is the one who wants the job done but is not necessarily doing it (Franken, 1982).

These employees during the stock controversy Martha Stewart was involved in were all unmotivated to work since the person they look up has failed. These employees more often than not, lacks skill or basic understanding of how to work or get things done in a time of adversity (Franken, 1982). Human Motivation Trainings for MSO Employees An organization, in this case, Martha Stewart Living Omnimedia Inc. (MSO) is one of the best examples for the implementation of human motivation principles (Troland).

By an organization, we mean professionally-related organizations or school-related ones, whichever we choose; the point remains the same anyway for the case of MSO employees. This is evident when the president or anyone who leads the organization, Martha Stewart in this case, tends to do all the work and let other employees do whatever they like other than helping out. At some point, this has been unhealthy for MSO for various reasons. One, the supposed leader, Martha Stewart tends to be passive and lets her employees be like what they are just by looking at what she does.

Two, Martha Stewart through the controversy is explicitly teaching her employees to become independent and continue on with work while she settles the indictment. Third, stress coping mechanisms without proper trainings would cause too much stress on the person who assumed her position. This person would implement all trainings. Without which, that person becomes inefficient as a leader, stress included (Vernon, 1969). Human motivation could be applied by providing incentives and sanctions on employees for every work done or left undone respectively (Weiner).

This way, executive left at MSO could teach employees on how to get the work done through a collective effort. The efficacy of such collective efforts can manifest the exact essence of organizations which is teamwork (Weiner). Along the way, employee tardiness during the Stewart indictment could be reduced as they discover that they themselves could get things done while learning that certain punishments could be imposed on them otherwise. Punishments are just there to monitor performance but an effective executive should know how to equate this with proper incentives or members would feel suppressed.

Outing trips and a simple drink at the bar is one way to compensate. Human motivation here is a learning process for the leader and members as well, stress therefore is minimized if not eliminated and work relationships are improved (Franken, 1982). Implementation Guides Rewards and awards are given to those people who have performed an excellent job in a given profession or task especially in the trying times of the Stewart indictment. These exist in almost all types of communities, small or big and not just with MSO.

In some cases, it might be in the form of employee’s primary needs, like food, shelter, clothes, etc. But in most cases, especially in big time corporations and institutions like MSO, these come out in the form of money. This is what we know as the remunerative or financial incentive. These are the most common kind of incentives in the business world wherein monetary rewards would be given in exchange for doing something good for the company. Now, why does MSO have to give such to their employees?

There are a lot of reasons why they do this and one of these is to recognize and acknowledge the efforts and accomplishments of their people which would give motivation to their workers to work harder, even if there is the indictment on their boss. It may also open up the idea for a career progress for the following workers since their capabilities are being appreciated by MSO. It may be given in various forms like salary, commission, compensation, etc. In the previous form, it was given in the form of a promotion.

There are a lot of factors considered in giving rewards. The company sees through both the simplified and the magnified views on this. They may be giving our short term incentives, like giving out a commission; on the other hand, they may also be in a long term, like an increase in salary or a promotion. Either way, the MSO employee in that trying time during the Martha Stewart indictment would have great benefits there and would encourage him in working more.

References: Franken, R. E. (1982). Human Motivation. Monterey, Calif. : Brooks/Cole Pub. Co. McClelland, D. C. , & Steele, R. S. Motivation workships: a student workbook for experiential learning in human motivation. Stacey, C. L. , & De Martino, M. F. (1965). Understanding Human Motivation (REV. ED. ed. ). Cleveland: WORLD PUB. CO. Troland, L. T. The fundamentals of human motivation p 503-510. Vernon, M. D. (1969). Human motivation. London: Cambridge University Press. Weiner, B. Cognitive views of human motivation.

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